Professional Documents
Culture Documents
Lecture 8 Recruitment Selection
Lecture 8 Recruitment Selection
for International
Assignments
International Recruitment
and Selection
International Recruitment
and Selection
International Recruitment
and Selection
International Recruitment
and Selection
1. Expatriate Failure
Other Definitions of
Expatriate Failure
But could also be defined in terms of:
--poor quality of performance in foreign
assignments.
--expatriates were not fully utilized
during assignment.
--personal dissatisfaction with
experience (by expatriate or family).
--lack of adjustment to local conditions.
--lack of acceptance by local nationals.
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Other Definitions of
Expatriate Failure
Expatriate Failure
Expatriate Failure
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MNC Mistakes in
Expatriate Selection
MNC Mistakes in
Expatriate Selection
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Factors Moderating
Expatriates Intention to Stay
or Leave
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Factors Moderating
Expatriates Intention to Stay
or Leave
Factors Moderating
Expatriates Intention to Stay
or Leave
Factors Moderating
Expatriates Intention to Stay
or Leave
Factors Moderating
Expatriates Intention to Stay
or Leave
2. Individual Selection
Criteria
Individual Selection
Criteria
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Individual Selection
Criteria
Technical ability:
Naturally, the persons ability to perform
the required tasks is an important
consideration.
Technical and managerial skills are an
essential criterion.
Indeed, research findings consistently
indicate that MNCs place heavy reliance
on relevant technical skills during the
expatriate selection process.
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Individual Selection
Criteria
Individual Selection
Criteria
Individual Selection
Criteria
Cross-Culturally Suitability:
The cultural environment in which expatriates
operate is an important factor in determining
successful performance.
Expatriates require cross-cultural abilities that
enable the person to operate in a new
environment.
Desirable attributes should include cultural
empathy, adaptability, diplomacy, language
ability, positive attitude to foreigners, emotional
stability, maturity, and relational abilities
(interpersonal skills).
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Individual Selection
Criteria
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Family Requirements
Family Requirements
Family Requirements
Family Requirements
Individual Selection
Criteria
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Core Skills
1. multidimensional
perspective
2. proficiency in line
management
3. prudent decision-making
skills.
4. resourcefulness
Managerial Implications
1. extensive multi-product,
multi-industry,
multifunctional, multicompany, multi-country, and
multi-environment experience.
2. track record in successfully
operating a strategic business
unit or overseas project.
3. competence and proven
track record in making the
right strategic decisions.
4. skillful in getting himself
known and accepted in the
host country political
hierarchy.
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Core Skills
5. cultural adaptability
6. cultural sensitivity
Managerial Implications
5. quick and easy adaptability
into the foreign culture
individual with as much cultural
mix, diversity, and experience
as possible.
6. sensitive to cultural
differences, and effective
people skills in dealing with a
variety of cultures, races,
nationalities, genders, religions.
7. adept in bringing a culturally
diverse work group together to
accomplish the major mission
and objective of the firm.
8. endurance for the rigorous
demands of an overseas
assignment.
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Augmented Skills
1. Computer literacy
2. prudent negotiating
skills
3. ability as a change
agent
Managerial Implications
1. comfortable exchanging
strategic information
electronically.
2. proven track record in
conducting successful
strategic business
negotiations in
multicultural environment.
3. proven track record in
successfully initiating and
implementing strategic
organizational changes.
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Augmented Skills
4. visionary skills
5. effective
delegatory skills
Managerial Implications
4. quick to recognize
and respond to strategic
business opportunities
and potential and
economic upheavals in
the host country.
5. proven track record
in participative
management style and
ability to delegate.
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3. Situational Factors in
Expatriate Selection
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Country/Cultural
Requirements
Country/Cultural
Requirements
Country/Cultural
Requirements
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Country/Cultural
Requirements
Language
Language is considered a
situational factor in selection
because it is country-specific and it
plays an important role in the
selection decision.
A PCN who is fluent in a foreign
language may be selected and
posted to that foreign country.
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Language
Language
MNE Requirements
MNE Requirements
Factors in Expatriate
Selection
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Family-Friendly Policies
1. Inter-company networking:
The MNC attempts to place the accompanying
spouse in a suitable job with another MNC,
sometimes in a reciprocal arrangement.
To illustrate, a US MNC may enter into such an
agreement with a German MNC also operating in,
say, China.
They find a position within their respective
Chinese facilities for each others accompanying
spouse.
Alternatively, a local supplier, distributor, or joint
venture partner may agree to employ the
accompanying spouse.
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Family-Friendly Policies
2. Job-hunting assistance:
Here the MNC provides spouse
assistance with the employment
search in the host country.
This may be through job-finding
assistance, employment agency
fees, career counseling, or simply
work permit assistance.
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Family-Friendly Policies
3. Intra-company employment:
This is a logical but often somewhat difficult
solution.
It means sending the couple to the same
foreign facility, perhaps the same department.
Not all MNCs or couples are comfortable with
the idea of husband and wife team in the same
work location.
There often be difficulties obtaining work visas
for such arrangements.
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Family-Friendly Policies
5. GenderAre female
Expatriates Different?
GenderAre female
Expatriates Different?
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GenderAre female
Expatriates Different?
GenderAre female
Expatriates Different?
5. Self-established barriers.
--Women are partly to blame for their
under-representativeness due to selfimposed barriers.
--Women tend to be less willing to
relocate due to their age and career
established in the home country.
--Women tend to behave according to
the gender-based role models.
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Female Expatriates
Recruitment Methods
Selection Methods
Selection Methods
2. Formal assessment
There are a number of formal assessment
instruments (e.g., personality and interest
tests) designed by industrial psychologists
that primarily evaluate a candidates
personal traits that have been found to be
important to successful foreign cultural
adjustment such as adaptability, flexibility,
proclivity for new experiences, and good
interpersonal skills.
66
Selection Methods
3. Committee decision
In many MNCs, the process of selecting individuals
for overseas assignments is a committee decision.
A committee made up of someone from corporate
HR and host-country HR, director of training and
development, and relevant functional managers.
The decision is based on the individuals
preferences, assessment of past performance and
future potential, needs of the foreign assignment,
and development needs of the individual
candidate.
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Selection Methods
4. Career planning
The choice and selection of an international
assignee is part of the individuals career plan
with the MNC.
5. Recommendations
Recommendations from senior executives or
line managers with overseas HR needs.
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Selection Methods
6. Assessment centers
MNCs may use assessment centers as a tool for
evaluating candidates for suitability for overseas
assignments.
An assessment center is a process (not a place)
by which individuals are evaluated as they
participate in a series of situations or exercises
that resemble what they might be called on to
handle on the job.
Examples are problem-solving, case study,
management game, role-playing, and leaderless
group discussion.
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Selection Methods
7. Self-selection
Many MNCs use some combination of the methods
mentioned above but rely, in the end, on selfselection by the candidate.
In particular, the MNC is interested in candidates
who:
(a) take the time to look at the issues involved
with relocation to a foreign country and culture.
(b) assess themselves whether they are ready for
the overseas assignment.
(c) assess themselves whether they have the
necessary skills and attitudes to be successful in
the overseas assignment.
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End
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